全球经济环境不断动荡的现在，组织面对着快速变化的环境，员工在工作中的自我成长和环境适应能力对组织的生存、发展日益重要。近年来，工作繁荣在组织行为学领域受到很多关注。

本研究采用混合研究的方法，探究组织支持感和工作复杂性对员工工作繁荣的影响，以及工作重塑在其中的作用，并探究影响员工组织支持感、工作重塑和工作繁荣的其他影响因素，为企业的人才管理实践提出有可行性的建议。

本研究由两个子研究组成。研究一采用问卷调查法，使用Tims等人的《工作重塑量表》、Porath等人的《工作繁荣量表》、Zacher等人的《工作复杂性量表》和陈东健、陈敏华等人修改后的《组织支持感量表》对在职企业员工进行线上测量，使用SPSS23.0和MPLUS8.0进行数据分析，检验所研究的变量在人口学变量上的差异，构建工作复杂性、组织支持感、工作重塑与员工工作繁荣之间的变量关系。研究二采用访谈法，对15名在职员工进行半结构化访谈，探究工作复杂性、组织支持感对员工的影响，以及哪些因素影响员工的组织支持感、工作重塑和繁荣。

研究结果表明，组织支持感正向预测员工的工作重塑；员工的工作重塑正向预测其工作繁荣；工作复杂性正向预测其工作重塑；组织支持感正向预测其工作繁荣；工作重塑在组织支持感与工作繁荣、工作复杂性与工作繁荣之间的中介效应均显著；工作复杂性对组织支持感与工作繁荣之间的关系没有调节作用。质性研究结果表明，工作复杂性对员工的影响包括个人成长和情绪影响，组织支持感对员工的影响主要包括个人影响和工作影响，组织支持感的影响因素主要包括工作上的支持、个人成长、报酬、情感支持，工作重塑的影响因素主要包括个人因素、组织因素、任务因素，工作繁荣的影响因素主要包括个人因素、工作任务、组织本身的因素、职场社会支持、客观环境。

工作繁荣是一个比较新的概念，本研究丰富了对繁荣的理论研究，且对企业提高员工的组织支持感、工作重塑水平和工作繁荣具有一定的指导意义。

As the global economic environment continues to fluctuate, organizations are facing a rapidly changing environment. The self-growth and adaptability of employees at work are increasingly important for the survival and development of organizations. In recent years, the work boom has received a lot of attention in the field of organizational behavior.

This study adopts the method of mixed research to explore the impact of organizational support and job complexity on employees' thriving at work, and the role of job crafting in it. It also explores other factors that affect employees' organizational support, job crafting and thriving at work, and puts forward feasible suggestions for enterprises' talent management practice.

This study consists of two sub-studies. In study 1, questionnaires were used to measure the in-service employees online by Tims et al. 's "Job Crafting Scale", Porath et al.' s "Thriving at Work Scale", Zacher et al. 's "Job Complexity Scale" and Chen Dongjian et al., Chen Minhua et al.' s "Organizational Support Scale". SPSS23.0 and MPLUS8.0 were used for data analysis to test the differences in demographic variables of the variables studied, and to construct variable relationships among job complexity, perceived organizational support, job crafting and employee thriving at work. In the second study, 15 in-service employees were interviewed semi-structured to explore the impact of job complexity and perceived organizational support on employees, as well as the factors influencing perceived organizational support, job crafting and prosperity.

The results show that perceived organizational support positively predicts job crafting; Employees' job crafting positively predicts their thriving at work; Job complexity positively predicts job crafting; Perceived organizational support positively predicts thriving at work; The mediating effects of job crafting on perceived organizational support and thriving at work, job complexity and thriving at work were significant. Job complexity has no moderating effect on the relationship between perceived organizational support and thriving at work. Qualitative research results show that the complexity of work for employees including personal growth and emotional effects, the influence of perceived organizational support on employees work mainly includes the influence of personal influence and impact, the influence factors of perceived organizational support including support at work, personal growth, remuneration, emotional support, work to restore the main influence factors including personal factors, organizational factors, task, The influencing factors of thriving at work mainly include individual factors, job tasks, organizational factors, social support in the workplace and objective environment.

Thriving at work is a relatively new concept. This study enriched the theoretical research on it, and has certain guiding significance for enterprises to improve employees' perceived organizational support, job crafting level and thriving at work.